HUMAN RESOURCE MANAGENENT

Paper Code: 301

3nd Term Individual Assignment
CASE STUDY- RECRUITMENT

Mentor:

Dr .Jaya Bhalla

Submitted by:
S.V.N.Kalyani
PGDM (FM) 2019-21
M192127
NIFM, Faridabad
 CASE STUDY- RECRUITMENT

Introduction:

Uptron Electronics is a reputed firm in the electronics industry.

They recruited an employee named Mr. Sashidhar as an Electronics Engineer. He
was an Electronics Engineer Graduate from IIT with 5 years of work experience. He
was very comfortable and excited about his work. He also found his seniors and
subordinates co-operative and friendly. But after a year, he learnt about high
employee turnover rate and poor superior subordinate relationship. But he was
sure that he will change the attitude of the management towards him with his
diligent performance
.
But later superiors started ill-treating him before his
subordinates. He was overloaded with multifarious jobs. His freedom in deciding
and executing was cut down. Management supposed that Sashidar was capable of
doing more work and overloaded him
.
Consequently one day he resigned from his job along with a
cheque equivalent to his one month’s salary. The General Manager was surprised
to see this and tried to convince him to withdraw his resignation but in vain. So he
finally accepted the resignation of Mr. Sashidhar.

Question1: What prevented the General Manager from appointing a

committee?

Answer1:
General Manager initially wanted to appoint a committee but dropped
the idea later.

This may be because of following reasons:

He knew that this was due to the company’s fault. The company already had
high turnover rate with little co-ordination between superiors and
subordinates. Thus he didn’t see any point in discussing this matter further.

Another reason could be that he did not want to lose the employees who
were behind this resignation. As they must had been working in the
organization for past many years.
 Moreover the management was involved in the ill-treatment. And he
might also be a part of this. Thus calling a committee would create a
problem for him too, so he dropped the idea.

Question 2: What was wrong with the recruitment policy of

the company?

Answer 2:

The following factors should be taken into

consideration in formulating recruitment policy.

They are:-

Government policies
Personnel policies of other competing
organizations Organization’s personnel
policies
Recruitment
sources
Recruitment
needs
Recruitment
cost
Selection criteria and preference

Company all in all had a sound recruitment policy. Adequate

screening was done initially. That’s why 130 people were called for interview out
of 150 applicants. Then testing & interviewing process filtered out the skilled
and non-skilled applicants. Mr. Sashidhar was then recruited after the rigorous
and transparent selection procedure.
But the following were the issues with company’s recruitment
policy:

As per the case, we found that the companies' policies were

mainly biased towards hiring of employees from internationally
reputed institutes and industries by offering them high salaries and
perks, etc.

The company recruited Mr Sashidhar, on an incremental salary at

his request. They should have done it at their own discretion
rather than going by what employee wants.

They should have provided an orientation period before recruiting the

employee so that compatibility issues don’t arise.

Personality test could have been conducted to know the ability of

the employee to adjust with existing work culture.

Employee’s expectations from the organization should have been

taken into consideration.

In today’s rapidly changing business environment, a well-defined

recruitment policy is necessary for organizations to respond to its
human resource requirements in time.

Question 3: Why did Mr. Sashidhar’s resignation surprise the

General Manager?

Answer 3:
General Manager was surprised because:
Sashidhar never came up with any issue. General Manager must have
been thinking that if Sashidhar was facing any problem, he should
have come and complaint first.

Company policy states that employee serve a notice period before

resigning. But Sashidhar directly came up with resignation foregoing
his one month salary which surprised General Manager.

The diligent performance, firm commitment and dedication of

Sashidhar must have indicated General Manager that any such
inconvenience wouldn’t be faced by him. Thus upon seeing the
 resignation, he got the reason that he has been ill-treated too and
was surprised as he did not expect that Sashidhar would have
been facing similar problems in the company.

Also Sashidhar was a calm and contented kind of a person which

assured the management that in any case he would be able to
survive in the company under any circumstances. They thought him
potential enough to bear such organizational responsibilities.

Analysis:

Thus, from this case study it is clear that retaining is much more
important than recruiting. What’s the use and benefits of recruiting
quality employees if they cannot be retained by the organization in a
proper manner. The purpose of recruitment is fulfilled when the
employees selected from a pool of qualified applicants are retained in
the company by keeping them satisfied in all aspects. They must be
provided with better working conditions, better pay scales, incentives,
recognition, promotion, bonus, flexible working hours, etc. They should
treat the employees as co-owners and partners of the company.